6 Employee Testing and Selection 4- Copyright 2015

6 Employee Testing and Selection 4- Copyright  2015

6 Employee Testing and Selection 4- Copyright 2015 Pearson Education, Ltd. 6-1 Learning Objectives 1. Answer the question: Why is it important to test and select

employees? 42. Explain what is meant by reliability and validity. 3. List and briefly describe the basic categories of selection tests, with examples. Copyright 2015 Pearson Education, Ltd. 6-2 Learning Objectives 4. Explain how to use two work

simulations for selection. 5. Describe four ways4-to improve an employers background checking process. Copyright 2015 Pearson Education, Ltd. 6-3 Answer the question: Why is it important to test and select employees? 4-

Copyright 2015 Pearson Education, Ltd. 6-4 Why Employee Selection Is Important Performance Cost Legal obligations 4- Person and

job/organization fit Copyright 2015 Pearson Education, Ltd. 6-5 Review Person-job fit Matching the knowledge, skills, abilities, 4- and other competencies (KSACs) Employers Liability Act of 1969

Copyright 2015 Pearson Education, Ltd. 6-6 Explain what is meant by reliability and validity. 4- Copyright 2015 Pearson Education, Ltd. 6-7 Basic Testing Concepts

Reliability Validity o Criterion validity 4o Content validity o Construct validity Copyright 2015 Pearson Education, Ltd. 6-8 Evidence-Based HR: How to Validate a Test Analyze Choose Administer

4- Relate Cross-validate Copyright 2015 Pearson Education, Ltd. 6-9 Evidence-Based HR: Test Validation Issues

Who scores the test? Bias Utility analysis 4Validity generalization Copyright 2015 Pearson Education, Ltd. 6-10 Review Reliability =

consistency Validity = 4- measuring what you intend to measure Copyright 2015 Pearson Education, Ltd. 6-11 Review Statistical analysis

Use professionals Rights and security 4- Privacy Tests at work Computerized, online testing Copyright 2015 Pearson Education, Ltd. 6-12

List and briefly describe the basic categories of selection tests, with 4-examples. Copyright 2015 Pearson Education, Ltd. 6-13 Types of Tests Cognitive abilities o Intelligence tests o Specific cognitive abilities 4-

Motor & physical abilities Measuring personality Interest inventories Achievement tests Copyright 2015 Pearson Education, Ltd. 6-14 What do personality tests measure? The Big Five Predicting performance 4-

Caveats Copyright 2015 Pearson Education, Ltd. 6-15 Review Cognitive abilities o IQ o Specific mental abilities Motor skills Personality

4- Interests Achievement Big 5 Predicting Caveats o Interpretation o Legal issues o Disputing

value Copyright 2015 Pearson Education, Ltd. 6-16 Explain how to use two work simulations for 4selection. Copyright 2015 Pearson Education, Ltd. 6-17

Work Samples and Simulations Basic procedure Situational judgment tests 4- Management assessment centers Situational testing Copyright 2015 Pearson Education, Ltd. 6-18

IMPROVING PERFORMANCE: HR Practices Around the Globe 1100 BC the Chinese government was testing civil service candidates China uses assessment 4centers to select employees Private employers use personnel tests, in-basket tests, and leaderless group discussions Copyright 2015 Pearson Education, Ltd. 6-19

Work samples and simulations Computerized multimedia assessment Miniature job training 4and evaluation Realistic job previews Choosing a selection method Copyright 2015 Pearson Education, Ltd. 6-20 Review Situational

Miniature job judgment training Assessment centers Realistic job 4- previews

Situational testing Choose a selection Computers method Copyright 2015 Pearson Education, Ltd. 6-21

Describe four ways to improve an employers background 4checking process. Copyright 2015 Pearson Education, Ltd. 6-22 Background Investigations Why perform checks? Effectiveness Legal dangers

4- o Defamation o Privacy How to check Copyright 2015 Pearson Education, Ltd. 6-23 IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs Make the Background Check More Valuable o Use a statement 4-to authorize a

background check o Compare the application to the rsum o Write open-ended questions Copyright 2015 Pearson Education, Ltd. 6-24 Background Investigations Applicants social postings Pre-employment information services 4-

The polygraph and honesty testing o Paper-and-Pencil Honesty Tests Graphology Copyright 2015 Pearson Education, Ltd. 6-25 IMPROVING PERFORMANCE: HR Tools for Line Managers and Entrepreneurs Testing for Honesty o Question o

Listen 4o Credit, employment and reference check o Test o Policies Copyright 2015 Pearson Education, Ltd. 6-26 Background Investigations

Human lie detectors Physical exams Substance abuse screening 4o Some Practical Considerations Complying with immigration law o Proof of Eligibility Copyright 2015 Pearson Education, Ltd. 6-27 Review Why perform checks? Effectiveness

Legal dangers How to check 4- Social postings Information services Copyright 2015 Pearson Education, Ltd. 6-28 Review Honesty testing

Graphology Human lie 4- detectors Physicals/drugs Immigration HRIS Copyright 2015 Pearson Education, Ltd. 6-29 Improving Performance at

The Hotel Paris 1. Provide a detailed example of a security guard work sample test. 4- 2. Provide a detailed example of two personality test items you would suggest they use, and why you would suggest using them. Copyright 2015 Pearson Education, Ltd. 6-30 Improving Performance at

The Hotel Paris 3. What other tests would you suggest to Lisa, and why would you 4suggest them? 4. How would you suggest Lisa try to confirm that it is indeed the testing and not some other change that accounts for the improved performance. Copyright 2015 Pearson Education, Ltd. 6-31 Hotel Paris Strategy Chapter 6

4- Copyright 2015 Pearson Education, Ltd. 6-32

Recently Viewed Presentations

  • Workday Financials - Claremont Colleges

    Workday Financials - Claremont Colleges

    Workday Ambassador Activities. Activities revolve primarily around communication and supportand include: Forwarding Workday specific communication to colleagues and direct . reports. Talking informally with colleagues about the Workday project in a positive . manner
  • Age & Gender Diversity - WKU

    Age & Gender Diversity - WKU

    AGE & GENDER DIVERSITY Carrie Guggenmos Spring 2012 This figure displays increases in employment by age and sex between 1977 - 2007. As you can see there are some large increases to take note of The number of individuals 65...
  • Agenda - xonitek.com

    Agenda - xonitek.com

    Pilot trainings executed . Execution of the Installation of new defined, processes, systems and behaviors within a pilot (test unit) ... effectiveness and product changeover times while using selected tools for OpEx improvement.
  • Magnetism, Electricity and Gravity Unit

    Magnetism, Electricity and Gravity Unit

    The law of universal gravitation state that the force of gravity acts between all objects in the universe. This means that any two objects in the universe, without exception attract each other. ... Magnetism, Electricity and Gravity Unit Last modified...
  • HMI Magnetic Field Products jsoc.stanford.edu

    HMI Magnetic Field Products jsoc.stanford.edu

    HMI Magnetic Field Products jsoc.stanford.edu Line-of-sight magnetic field will be computed from Doppler Velocity in two polarizations, as is done for MDI. Vector Field will be computed from Stokes parameters derived from an independent set of polarized filtergrams. After launch...
  • How Not to Give a Bad Seminar

    How Not to Give a Bad Seminar

    Graphs should be labelled. Note should describe source of data and any transformations. Graphs should be titled with the takeaway not just a description of what is graphed. The note here should probably have more for a paper or seminar....
  • Proteins and Enzymes

    Proteins and Enzymes

    Topic 7.5 7.5 Proteins 7.5.1 Explain the four levels of protein structure, indicating the significance of each level. 7.5.2 Outline the difference between fibrous and globular proteins, with reference to two examples of each protein type. 7.5.3 Explain the significance...
  • PowerPoint Presentation

    PowerPoint Presentation

    from our HR Competency Framework. Demonstrates an understanding of the organisation and the wider political and economic environment in which it operates; Focus on effective service delivery, financial and other key performance indicators and how these relate to the organisation...